The One Habit Every Leader Needs in 2026
How to run one-to-ones that genuinely move your team forward
Every January, leaders tell me the same thing:
“This year, I want the team to feel more aligned. More focused. Less firefighting.”
And every year, I find myself coming back to the same truth.
Not a trend. Not a new framework.
A simple habit that transforms teams when leaders commit to it.
In 2026, if I could give every leader one gift, it would be this:
Protect your one-to-ones.
Strong one-to-ones aren’t a luxury.
They are the simplest way to build alignment, reduce unnecessary meetings and keep your team performing without the drama.
Most leaders know this in theory.
In practice, one-to-ones are the first thing to get pushed, shortened or dropped altogether. When the diary feels packed, these conversations look optional.
I understand the pressure. I've been there.
Time is tight.
Demands are endless.
You can always justify giving your attention to something louder.
Here's why leaders struggle with consistency
It’s never lack of intention.
It’s always pressure, pace and noise.
Here are the three traps I see most often:
1. Turning one-to-ones into task reviews
These conversations are about alignment, expectations, development and well-being.
If they become a progress report, the real issues stay under the surface.
Oh and let me say this whilst you're still at the top of my blog: Annual or performance reviews should simply confirm what you’ve already discussed. They should never be the moment someone discovers how you think they’re doing.
2. Believing you don’t have time
When one-to-ones aren’t happening, issues grow unseen.
By the time they’re addressed, they’re bigger, heavier and much more costly.
Strong one-to-ones don’t take time away from you. They give it back.
3. Expecting people to come to you with problems
Most won’t. They don’t want to cause trouble or seem needy or 'bother' you.
Yes, even with your 'open door policy'.
A consistent rhythm removes that barrier and creates psychological safety.
What actually works
Over the years, I’ve found the most effective one-to-one rhythm is simple and sustainable. It has enough structure to keep things on track, and enough flexibility to stay human and allow you to get on with everything else too.
Quarterly: The deep one-to-one
The moment to step back and look at the bigger picture.
Performance, priorities, strengths, boundaries, expectations, growth.
A chance to clear the noise and make sure you’re genuinely aligned.
These conversations prevent the surprises that derail teams.
Fortnightly: The 30 minute check-in
Light. Human. Consistent.
There only needs to be one rule: it stays in the calendar.
You don’t cancel.
Your team can if they need to, but you show up.
This rhythm keeps everything clear and reduces the need for emergency meetings or surprises because you’re already talking.
Every day: Praise and course-correction
The small moments that build trust and momentum.
A simple “that was excellent, thank you”.
A gentle nudge when something is off.
These touches are far more powerful than any annual review.
The real benefit
Leaders often think one-to-ones are another thing to fit in.
In reality, they’re the lever that reduces everything else.
When one-to-ones are consistent:
Fewer meetings are needed
Priorities stay aligned
Performance issues surface earlier
Tensions don’t build quietly
The emotional load lightens for everyone
It’s the simplest way to run a team that doesn’t drain you.
If you take one thing into 2026
Treat your one-to-ones as immovable.
The same way you’d protect a client commitment.
Show up.
Ask the right questions.
Listen properly.
Your team, your culture and your own diary will thank you for it.
If you want support embedding a clear one-to-one system in your business this year, I’m here.
